MGT 305 1st Edition Lecture 2 Outline of Last Lecture I Who managers are what types there are and what they do II ROWE Outline of Current Lecture I What is diversity and how is it important II The Legal Case III The Business Case IV The Ethical Case V The Manager s role Current Lecture Chapter 4 Managing Diversity Diversity variety has many factors including ethnicity gender ideals and ways of thinking Why is diversity important Provides ability to look through different perspectives business legal and ethical People can incorporate their past experiences and framing stories into decision making processes offer diverse opinions Diversity The Legal Case Equal Employment Opportunity EEO Laws and the Equal Employment Opportunity Commission EEOC Equal Pay Act goal is to stop pay discrimination based on sex Title VII of the Civil Rights Act o Prohibits race color religion sex national origin discrimination except under the Bona Fide Occupational Qualification Example must be a Christian to work at a Christian book store certain requirements for models retirement ages for bus drivers Age Discrimination in Employment Act goal to grant employment based on ability not age Pregnancy Discrimination in Employment Act 1967 goal is to protect women against discrimination during relating to pregnancy or childbirth Americans with Disabilities Act goal to have employers accommodate for employees with disabilities Diversity The Business Case Show businesses why they should value diversity and inclusion Greater diversity allows for Greater innovation and creativity more brought to the table Better decision making well rounded perspective Better service to diverse customers greater chance of relating to customer Access to full applicant pool if you don t discriminate based on superficial qualities like age or gender there are more options for applicants Access to wider range of ideas everyone comes from different backgrounds Lower rates of turnover and illegal suits a more accepting atmosphere means less conflict at work Some notes from the reading Deloitte 2011 Case for Diversity Diversity is said to be accepted in business but most of the time it is only about demographics not diversity of thought Inclusion the extent to which employees feel valued and included by an organization Companies shouldn t strive for gender and race diversity they should ask how rich is our knowledge bank Focus on individuality Diversity of thought leads to engagement innovation and risk prediction Diversity The Ethical Case There are many challenges to managing diversity Personal Bias when people have a personal opinion that some things are better than others Prejudice disliking a person or groups of people for unfair reasons Stereotyping judging a group of things or people as all the same just because they share a similar characteristic Discrimination recognizing that things people are different can become negative if you re treating people differently from others based on those differences Glass ceiling the highest accomplishment someone of a certain group can reach Example the discriminatory idea that women can only go so high in the workplace hence why there are so few women CEOs The Manager s Role Model and reward pro inclusion behaviors o Open environment collaborative and shares goals with employees Acknowledge biases and stereotypes Offer effective diversity programs o Increase employer and employee knowledge about the three cases for diversity o Make training skill based for promoting inclusion in the workplace o Don t approach diversity as a one time detached event